Martin Baker shares best practice from the Toolkit for Managers. Managing employees in different locations is an increasingly common challenge. These tips will help you support your remote team members.
Via Roger Francis
Jerry Busone's insight:
Get asked this all the time...here's a good approach to leading virtually
When was the last time you took a positive decision to take a good look at your organisation? We’re not talking here about changing a job title in response to the latest government missive on pay or restructuring a department in the light of technology developments. Changes of that nature go on all the time in organisations but they are reactive rather than creative. What we are thinking of here is deliberately taking time out to have a good hard look at the organisation and its culture.
I’ve written before in this blog about the uses and value of models in coaching, but I won’t apologise for repeating myself: Models are a great tool when coaching, particularly when you are fairly new to the role of coach, as whatever model you choose gives you something to focus on and which can lend structure to the conversation, which might otherwise tend to ramble, and may not actually achieve much.
If you really want to understand the difference between coaching and mentoring, author Nigel MacLennan in his book Coaching and Mentoring helps distinguish the difference between a coach and a mentor quite well.
“The two roles are worlds apart and overlapping, depending on which dimension they are compared.
Below are a handful of great quotes from John Wooden, legendary basketball coach at UCLA, who was recognized by many as a master teacher.
"If I am through learning, I am through."
"Pay attention to the details and the big things will take care of themselves."
"I deeply believed that the teacher and coach who has the ability to properly plan... from both the daily and the long-range point of view together with the ability to devise the necessary drills to meet his particular needs for maximum efficiency, has tremendously increased his possibility of success."
"Over-coaching can be more harmful than under-coaching. Keep it simple!"
"If we, as coaches, aren't teachers, we are nothing."
Goals! Managers love setting them. Employees (hopefully) want to achieve them. And for good reason. A well-constructed and thoughtfully considered goal can be extremely motivating and rewarding. It’s no surprise, then, that they are a staple of any modern day manager’s motivational toolkit. Want to focus your organization on winning new business? Then set the sales team a goal for the number of outbound calls made, business development meetings arranged, and trade show contacts followed up on. Need to increase your company’s customer satisfaction ratings? Then set a target for the time it takes associates to answer calls and for supervisors to resolve complaints, and tally the number of testimonials gained from delighted customers… you get the idea.
There are HBR articles, several blogs, TED videos and much more but I wasn't able to find what I was looking for. Perfect opportunity for a blogger, isn't it? So here is my suggestion to improve your presenting & influencing skills.
When most people hear the word "leader," they associate it with a position or title: boss, CEO, or team captain. But leadership doesn't have to be official, and you don't have to be an outgoing extrovert to lead.
In September of this year, I was asked back to the TEDxKyoto stage to give a few words regarding tips from storytelling as they relate to modern presentations. The 15-minute talk can be viewed below. The title of the talk is "10 Ways to Make Better Presentations: Lessons from Storytellers." But as I say early in the presentation, perhaps a better subtitle would be "Lessons from watching too many Pixar films." Below the video I list the ten (actually eleven) lessons. It's not an exhaustive list by any means. But it's a start. (Link on YouTube.)